TECHNICAL AND SERVICES BRANCH WEEKLY BULLETIN 2022
24 July 2022
MEMBER FEES TAX DEDUCTIBLE
Our fees have not been increased for the last 3 years so your tax claims should not change. However if you wish to know your payments to our union last financial year, either send a request by email (respond to this email is fine) or phone on the number below.
POSTAL UPGRADES DEVELOPMENTS
We have had several meetings with Post which were progressing slowly. To get things happening we proposed the following:
That Post implement the proposal as set out in the diagram dated 18 November 2021 without prejudice to further discussions and proposals.
That negotiations continue on the following issues:
- Classification/creation/role of SMEs - and who they report to in the facility structure
- Classification/creation of Planners - and who they report to in the facility structure
- Classification/creation/role/employment instrument of Engineering Leads - and who they report to in the facilities award based Technical structure
- Classification of staff at remote/satellite sites
- Classification of Shift (Team)Leaders
- Classification of Team (2i/c or leading hand) Leaders
POST OFFER TO UPGRADE
Post has essentially agreed with our proposal. Their latest letter stated (in part):
"Several meetings have been held with the CEPU/CWU and its nominees since 18 November 2021 to discuss our proposed model for large processing facilities ie. SWLF, SPF, DLC, MPF and BPF.
Having given due consideration to the union's proposal, below is our response to progress and finalise this review to enable implementation across APs large processing facilities.
1. Planners being upgraded to PTO7 - agree as we recognise the planning role will encompass work across several facilities in the current and future structures.
2. 2ICs being upgraded to PTO6 - agree where there are sufficient PTO4s in the team to warrant a second supervisory role.
3. SMEs upgraded to PTO8 - do not agree with this upgrade as we are satisfied that these roles are currently appropriately graded.
4. All team leaders upgraded to PTO7 - agree for large processing facilities.
5. PTO4 banding requirements, removal of barriers - we will maintain current incremental steps and where team member do not have the requisite qualifications to progress through the barrier we will consider a competency assessment to enable progression, a competency methodology will be developed and shared with the union.
6. Re-establishment of the National Engineering JCC - this proposal will be reviewed in line with broader Consultative Forums across Deliveries.
As discussed during our meetings, the above model will ensure one consistent structure across all our large processing facilities. It is also noted that further discussions will need to be held at the State/local level to develop and implement specific structures for these facilities with consideration to size, number of facilities and shift arrangements.
Specifically, BPF is an example where local level considerations need to occur for example a review of shift arrangements to be undertaken and suitability of 2IC due to insufficient number of PT04's to ensure the proposed model operates effectively. The intention is that all changes will be progressed concurrently once further consultation has been undertaken locally as required.
GAT ROSTER DISPUTE
Agreement has not been reached following Telstra's proposal to mess with rosters in Canberra. On Friday, we advised Telstra as follows:
Rosters: Staff are unable to provide any further rosters as there is no flexibility offered by Telstra. Flexibility only arises when longer shifts are used. Then shifts can be arranged so that there are less nights and more recovery days off.
Unless Telstra can agree to the use of longer shifts, then we have no ability to create a roster of night and weekend shifts that meets reasonable family needs and work/life balance. We can meet your cost cutting needs.
Staffing: The Manager's explanations of the need for more day workers does not make any sense to staff. Telstra just terminated the latest recruit, so there now two vacancies. In addition there are three staff on leave. This leaves only five staff working a 10 person roster. Two new staff are needed, and they need time to be trained.
Then, there is the promised eleventh person. There used to be 15 staff in this area, but they have been reduced with the regular redundancy rounds. We cannot see Telstra approving more staff.
TELSTRA REDUNDANCIES AGAIN
Below is the overview from Telstra re 420 more redundancies. If you have any problems associated with the redundancies, please contact us asap. We are meeting with Telstra next week.
We have commenced consultation on proposed changes across a range of functions including Networks & IT (N&IT), Telstra Enterprise (TE), Global Business Services (GBS), Consumer & Small Business (C&SB), Product & Technology (P&T), Transformation Communications & People (TC&P), Sustainability External Affairs and Legal (SEAL) & Finance & Strategy (F&S).
Unlike T22, there are no job reduction targets in T25. However, as technology and customer needs change, more customers go online, and we continue to realise the benefits of digitising and simplifying our business, from time-to-time we will propose changes to our structure, teams and workforce size.
The reasons for the changes proposed today vary across function, but include work scaling down, the continued evolution of our operating model, as well as the simplification and efficiency we have achieved in some areas. If implemented, these proposals would result in a net reduction of approximately 420 Telstra roles in Australia (including senior leaders). Further details are
summarised below and, in the attachments, provided.
Negotiations continue to develop the EBA to broadly cover 3 groups - Retail, Logistics and Call Centre workers. TPG published a draft EBA some time ago. It had many shortcomings. We acknowledge that TPG has moved its position. Progress was made from what was the minimalist approach. However some important issues remain. We will try to explain some of these in future items.
TPG EBA ANALYSIS - EXTRA WEEK OF LEAVE FOR SHIFT WORKERS
The proposed amended clause states: an employee needs to work 16 Sundays and 4 public holidays each anniversary year to receive the additional week. The wording requires that 4 key factors be met:
- First that you "work" (this would include overtime and length of shift is not relevant).
- Secondly, that you must work at least 20 days
- Thirdly the 20 days must consist of at least 4 public holidays.
- Fourthly the 20 days must consist of at least 16 Sundays.
There is no mention of a pro rate formulae. This means that if you did only 3 public holidays, you would not qualify.
TPG EBA ANALYSIS - ORDINARY HOURS
In an EBA, ordinary hours are defined and are the span of hours where you do not get overtime or shift penalties. Obviously, the longer the span of hours, the greater the flexibility to set your hours of work at no extra cost.
The Retail industry was targeted by the last Government when weekend shift penalties were cut - reducing the income of some of our lowest paid workers.
When drafting the TPG EBA, 2 Awards are relevant - the Retail and Telecommunications Services Awards. The current debate revolves around the proposal that TPG use the worst provision for all staff.
The proposal for all staff is that the following are ordinary working hours:
- Monday to Saturday - 7am to 7pm
- Sunday - 9am to 6pm (Logistics excluded)
Note that where "sites where trading extends beyond 7pm" the following applies:
- Monday to Friday - 7am to 11pm
However we strongly object to the application of the provision beyond retail workers. Call centre and logistic workers are covered by a different award. The existing ordinary hours for those workers are:
- Monday to Friday - 7am to 7pm
- Saturday - 7am to 1pm.
This will mean a pay cut for workers who currently work Sundays or after 1pm on Saturdays. We are seeking that the Award times continue to apply - that is no pay cuts.
CWU IN BRITAIN FIGHTING FOR A DECENT PAY RISE
The CWU (UK) has held strike ballots in both Royal Mail and British Telecom. Briefly the issues in both companies are below inflation wage offers, contracting out, etc. The ballot in BT follows a ballot of the Engineers in BT. The ballots were overwhelmingly supported with 96% of the Engineers voting yes and members in BT returned a 92% yes vote for the walkout. It will be the first strike involving all members in BT since 1987.
In Royal Mail the strike ballot returned a 98% Yes Vote with a 77% turnout. The issues in Royal Mail are a 2020-2021 wage freeze and a below inflation pay offer of 3%.
In BT the offer is a `flat rate' offer ie they have been offered 1200 British Pounds in settlement of all claims!
See CWU: News for more information.
YOU'RE NEVER ALONE WHEN YOU'RE A UNION MEMBER.
How do we know collective action works? Workers in unions have taken on dodgy companies - like Qantas, Amazon, Country Road, Esso - and come out on top.
This is what we do day in, day out. While corporate giants rake in the profits that cause inflation to soar, union members are showing up to ensure no worker is left behind.
Being part of a union gives you collective bargaining power. That means working with union representatives who can help you negotiate better terms and conditions, like increased pay and improved leave entitlements.
From community and service workers to technicians and trades, workers in unions continue to negotiate h
Authorised by Dan Dwyer NSW Secretary, Sue Riley Vic Secretary
- CWU Telecommunications & Services Branches.